Madison High School teachers protested outside their school shortly before district and union negotiators reached an agreement to avert a strike. Teachers on Thursday were still counting ballots to ratify the contract that halted the potential walkout.
(Beth Nakamura/The Oregonian)

Teachers, most of whom received information about the contract terms on Tuesday, could vote on the deal until 5 p.m. Thursday. Portland Public Schools and its teachers union came to a tentative agreement last Tuesday, which suspended what could have been the district's first walkout.

About 20 people gathered at the union headquarters on Thursday night to count ballots for contract ratification and internal elections. As of 7:30 p.m., results were not ready to be released.

If teachers ratify the three-year contract, the deal heads to the school board on Monday.

Both district and union leaders closely involved in negotiations have kept relatively quiet as the union voted on the negotiated settlement.

Union president Gwen Sullivan said last week that the contract represented one step forward on "making things better on behalf of our kids" and teacher working conditions. Superintendent Carole Smith also expressed appreciation and relief regarding the deal.

School board member Bobbie Regan said she was looking forward to the union approving the settlement.

"Every teacher I've spoken with has expressed relief that we're not looking at a strike and excitement to be back in the classroom," said Regan, "So I hope and expect that they will be ratifying the contract and we can move on to continue to support our kids."

Some teachers praised the contract terms as they awaited word on ratification. Aaron Byer said he thought both sides were able to walk away with victories and losses.

"I think it's a fair contract for each side," said the Roosevelt High teacher.

Byer is a "building representative" for the union, which means he was charged with informing fellow teachers in his school about the settlement terms on Tuesday.

The contract includes give-and-take from each bargaining team.

The district promised to hire 150 teachers to help reduce class sizes and workloads for union members. Teachers agreed to work for two extra school days at all buildings, which was a main school board goal. Teachers at some low-performing schools could work up to five more days.

The district also gave teachers a 2.3 percent raise and continued to cover 93 percent of teachers' monthly health insurance premiums.

But even teachers who called the deal fair acknowledged unrest among some colleagues. Byer said many had questions about an early retirement incentive program that was slowly being phased out of the district.

In the past, teachers have been offered stipends and medical insurance as an incentive to retire early. District officials are allowing the early retirement incentives to stay, but only for teachers who have taught 15 years in the district by June 2016.

Chapman School's Barb Andrews, one of the few teachers who voted against a strike, said the new cutoff for the early retirement program was difficult for some educators to accept.

"It's a bummer for people who might have been counting on that," she said, adding that early retirement incentives are fairly rare for most professions.

In all, Andrews said she considered the deal fair.

"To be able to keep the benefits we have is a blessing, and to have a pay raise is a luxury," she said. "If by hiring new teachers, that impacts class sizes, then that's also wonderful news."

Teachers have noticed the contentious negotiations process has also encouraged educators to become more politically active. Some union leaders are suggesting teachers get more active in a political action committee, which could help oust some school board members from their seats in the future.

"I think they won't be happy until the board completely supports them," she said.

Byer said he noticed a new energy in teachers, who were talking about how to best address working conditions during the next negotiations cycle.

"This starts the conversation about what else we hope our school days will have for students," Byer said. "Hopefully we'll come back to contract discussions next time with the same level of organization."

PPS contract talks: How were the sticking points resolved?

Students per teacher

Teaching loads are tied to 1997-98 levels. Accounting for staffing changes since then, an arbitrator in 2012 interpreted the contract to mean high school teachers can't be assigned more than 180 students.

District in November

Remove limitation on teaching loads.

Union in November

Update the limitation on teaching loads to 2010-11 levels.

Tentative agreement

District willing to preserve limitation, and agrees to hire 150 teachers.

The deal adds 50 teachers to high schools, 70 to elementary and middle schools and 30 to special education staffing.

Salary increases

Teachers had no cost-of-living increases in 2011 and 2012, but district added a "step" raise for longevity in 2012-13.

District in November

In addition to step increases:

2% in 2013-14

1.5% in 2014-15

1.5% in 2015-16

Union in November

In addition to step increases:

4.8% in 2013-14

3.75% in 2014-15

Tentative agreement

2.3 percent cost-of-living increases for three years, on top of step increases

Early retirement incentives

District pays early retirees a monthly stipend and health insurance for up to five years.

District in November

Phase out early retirement incentive by end of contract.

Union in November

Preserve status quo.

Tentative agreement

Allow the early retirement incentives to continue for teachers who have 15 years within the district by June 2016

Length of school year

Currently 176 days.

District in November

Add 3 days across the board.

Union in November

Add 3 days at low-performing schools.

Tentative agreement

The district may add 2 days across the board, as well as 3 days of professional development at low-performing schools. If funding takes a hit, retaining teachers is a priority over the added days.

Health insurance

District currently pays 93 percent of teachers' insurance premiums.

District in November

Cap district's contribution at $1,493, the current cost, plus 2 percent next year.

Union in November

Preserve status quo.

Tentative agreement

The district preserves status quo on the 93 percent contribution, while the union makes a change in health insurance carriers that saves the district money.

Contract duration

Expired contract was 2 years.

District in November

3 years.

Union in November

2 years.

Tentative agreement

Three years

Seniority in hiring

District lets two groups of current employees apply for a job before advertising externally.

District in November

Have all current employees apply at once for job before looking externally.

Union in November

Preserve status quo.

Tentative agreement

Union meets district position of having one hiring round for internal candidates.

Seniority in layoffs

Teachers facing layoff can take a position from a less senior employee under some conditions.

District in November

Tighten requirements for teacher to have experience in a subject in order to "bump" a more junior employee in a layoff.

Union in November

Preserve status quo.

Tentative agreement

Union meets district's request, but with additional protection for certain groups of employees.